In order for the investment in multicultural personnel of a company to successfully develop international cooperation, its management should pay special attention to the selection and adaptation of people, since failures and mistakes will negatively affect the company's performance. These processes must be well organized and economically justified. People of different cultures, being in interaction, complement each other through the exchange of experience and cultural components, but also enter into relationships in which they are forced to adapt to cultural characteristics of each other, mastering and using new elements in their lives. That are the reasons for the need to adapt to the new cultural conditions of specialists. In order to build an adequate system for managing intercultural teams, it is necessary to take into account the characteristics of a certain type of national culture, whose representatives are members of the group. In cultures with different indicators of cultural parameters, there are different approaches to organizing work and building management systems. Knowing the cultural dimensions (specific characteristics, attitudes and behavior) of different people in a multicultural team will allow managers to succeed and to open new opportunities for specialists from different countries in conditions of globalized business.